F. Shenavar; K. Beshlideh; S.E. Hashemi; A. Naami
Abstract
The present study was conducted intending to take into account the mediating work-family conflict role in relation with stress and social support with job and family satisfaction. Study samples included 203 industrial factory personnel selected through convenience sampling in Ahvaz over 2014. In this ...
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The present study was conducted intending to take into account the mediating work-family conflict role in relation with stress and social support with job and family satisfaction. Study samples included 203 industrial factory personnel selected through convenience sampling in Ahvaz over 2014. In this study, which is a descriptive endeavor of a correlational nature , participants filled in the job stress scale (Parkers & Decotis, 1983), the perceived organizational support survey (Eisenberger, et al., 1997), the job in general scale (Ironson, et al., 1989), the family stress questionnaire (Hennessy, 2005), the perceived social support-family scale (Procidano & Heller, 1983), the family satisfaction scale (Aryee, et al., 1999), and the work-family conflict scale (Carlson, et al., 2000). Structural equation modeling was used to assess the suggested pattern and the bootstrapping method was used to test the mediating effect and it was performed via AMOS. Structural equation modeling indices confirmed general study patterns. Among the relations, only the direct relation of job stress and perceived organizational support were deleted from pattern 1 (work-family conflict mediation). The fitting indices obtained showed that the corrected pattern was of good fitness. Results from the bootstrapping method and the confidence distance from it showed that the work-family conflict completely mediates between job stress and perceived organizational support with family satisfaction and family-work conflict is a partial mediator between family stress and perceived family support with job satisfaction. Thus, job stress and perceived organizational support affect family satisfaction only through work-family conflict, while in the family, family stress and perceived family support directly affect job satisfaction through family-work conflict. Therefore, organizations are not only able to manage conflicts generated between work and the family, but can satisfy personnel with the job itself and the family can apply suitable approaches to reduce their own personnel stress and increase their support.
M. Malekiha; M. R. Abedi; I. Baghban; A. Johari; M. Fatehizade
Volume 20, Issue 2 , December 2013, , Pages 161-178
Abstract
In recent years, much research has been done on work-family and family-work conflict, its antecedents, consequences and effects on individuals and organizations. However, few studies examined the effect of work-family conflict and family–work conflict management on individuals’ work and family ...
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In recent years, much research has been done on work-family and family-work conflict, its antecedents, consequences and effects on individuals and organizations. However, few studies examined the effect of work-family conflict and family–work conflict management on individuals’ work and family life. Thus, this study aimed to evaluate the effectiveness of work-family conflict management training on marital satisfaction of female employees at Isfahan University. This research is a true experimental design with experimental and control groups. The research sample consisted of 62 female employees at Isfahan University who were randomly divided into experimental (31 members) and control groups (31 members). As the first step of the research, work-family conflict, family–work conflict and marital satisfaction of experimental and control groups were measured. Data were collected using Tett and Meyer Work-Family Conflict questionnaire and Enrich Marital Satisfaction questionnaire and were later analyzed with descriptive statistic, analysis of covariance and multivariate analysis of covariance. In the experimental group, conflict management training was conducted in seven sessions and work-family and family–work conflicts as well as marital satisfaction were measured for a second time. Results revealed a significant difference between the groups in work-family and family-work conflicts and marital satisfaction (01/0 <P). In sum, it can be concluded that presenting necessary interventions to facilitate work-family and family-work conflicts of employees can reduce negative effects of this conflict on employees’ family life and can enhance their satisfaction.